Business Core Capstone: An Integrated Application
Human Resources Capstone – D360
(Western Governors University)
Sara Whitmore
Human Resources Capstone – D360
02/25/2025
D360 Task 1 Task: HRM Capstone: Analyze Current Human Resources Practices
A1. Explain how the shelter’s existing culture contributes to its current recruiting policies and
practices.
One cultural value AAS has posted in the entrance is compassion: showing love and care to
animal and human clients; minimizing suffering. I believe this is a value AAS upholds, which is
an attractive detail for applicants. There is a widely shared love for animals and their wellbeing.
However, AAS may care deeply for the animals but when other areas are lacking it
causes issues for everyone. When employees are overworking to compensate for employees
who are slacking, continuously training new hires due to high turnover, and receiving very little
appreciation they become burnt out and eventually that trickles down to the care of the
animals.
Teamwork is another value AAS has posted. Currently, the teamwork is just not there. There
seems to be some hostility amongst the employees, resentment about treatment, and some
trust issues. AAS knowingly hiring 3 applicants with occurrences of theft has circled around to
be a concern. One suggestion from the focus group was to provide staff and volunteers with
lockers to keep personal items safe. By hiring individuals that cannot be trusted, other
employees and volunteers feel uneasy at work. If there was shared trust amongst everyone, the need to
invest in lockers wouldn’t be necessary. Instead, that money could be used on the animals, or recruiting
efforts.
, These two aspects of the culture say a lot about Anika, and leadership. It appears they are so
desperate to hire, that they ignore things like theft occurrences, and if the applicant is a
good fit for the shelter. By not doing a better job during the selection process, Anika is in turn
putting more work onto her dedicated employees. They now must train more people since
quality candidates aren’t being secured.
A2. Describe two weaknesses of the recruiting methods used at the shelter.
The first weakness I see is the lack of checking applicant references and conducting background
checks and drug screens. These may cost the shelter to do so, and take more time from
interview to being hired, but these are vital elements in hiring. Since candidates will be working
with animals, it’s imperative to know if there have been any instances of violence, animal abuse, etc.
Also, it is evident there are some employees with theft issues as well as anger
issues. Had Anika done a better job of looking into potential employees, these issues may have
been avoided.
The second issue I see is the overall process. Anika uses her personal planner to record the
interview times, candidate attendance, and results. This is an unorganized process that can lead
to problems. This information should also be kept confidential, and since she is using a personal
planner, anyone could have access to this information. Anika should consider using a password
protected calendar system that would help keep the process orderly.
A3. Explain two federal laws with which the shelter will need to comply as the number of
staff grow and why are those laws applicable.
The shelter must comply with the Americans with Disabilities Act once they reach 15 or more
employees. The ADA not only applies to employees but also for applicants. Recruitment efforts
would need to ensure they do not exclude those with disabilities.
AAS must also comply with Title VII of the Civil Rights Act. Title VII of the Civil Rights Act ensures
Human Resources Capstone – D360
(Western Governors University)
Sara Whitmore
Human Resources Capstone – D360
02/25/2025
D360 Task 1 Task: HRM Capstone: Analyze Current Human Resources Practices
A1. Explain how the shelter’s existing culture contributes to its current recruiting policies and
practices.
One cultural value AAS has posted in the entrance is compassion: showing love and care to
animal and human clients; minimizing suffering. I believe this is a value AAS upholds, which is
an attractive detail for applicants. There is a widely shared love for animals and their wellbeing.
However, AAS may care deeply for the animals but when other areas are lacking it
causes issues for everyone. When employees are overworking to compensate for employees
who are slacking, continuously training new hires due to high turnover, and receiving very little
appreciation they become burnt out and eventually that trickles down to the care of the
animals.
Teamwork is another value AAS has posted. Currently, the teamwork is just not there. There
seems to be some hostility amongst the employees, resentment about treatment, and some
trust issues. AAS knowingly hiring 3 applicants with occurrences of theft has circled around to
be a concern. One suggestion from the focus group was to provide staff and volunteers with
lockers to keep personal items safe. By hiring individuals that cannot be trusted, other
employees and volunteers feel uneasy at work. If there was shared trust amongst everyone, the need to
invest in lockers wouldn’t be necessary. Instead, that money could be used on the animals, or recruiting
efforts.
, These two aspects of the culture say a lot about Anika, and leadership. It appears they are so
desperate to hire, that they ignore things like theft occurrences, and if the applicant is a
good fit for the shelter. By not doing a better job during the selection process, Anika is in turn
putting more work onto her dedicated employees. They now must train more people since
quality candidates aren’t being secured.
A2. Describe two weaknesses of the recruiting methods used at the shelter.
The first weakness I see is the lack of checking applicant references and conducting background
checks and drug screens. These may cost the shelter to do so, and take more time from
interview to being hired, but these are vital elements in hiring. Since candidates will be working
with animals, it’s imperative to know if there have been any instances of violence, animal abuse, etc.
Also, it is evident there are some employees with theft issues as well as anger
issues. Had Anika done a better job of looking into potential employees, these issues may have
been avoided.
The second issue I see is the overall process. Anika uses her personal planner to record the
interview times, candidate attendance, and results. This is an unorganized process that can lead
to problems. This information should also be kept confidential, and since she is using a personal
planner, anyone could have access to this information. Anika should consider using a password
protected calendar system that would help keep the process orderly.
A3. Explain two federal laws with which the shelter will need to comply as the number of
staff grow and why are those laws applicable.
The shelter must comply with the Americans with Disabilities Act once they reach 15 or more
employees. The ADA not only applies to employees but also for applicants. Recruitment efforts
would need to ensure they do not exclude those with disabilities.
AAS must also comply with Title VII of the Civil Rights Act. Title VII of the Civil Rights Act ensures
